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Communicate to the organisation that the soft staff matters and issues, such as culture change and intellectual capital, are critical to business success.

Explicitly define the deliverables from HR and hold HR accountable for results. Senior managers must clearly state what they expect from HR.

Develop and continuously upgrade the skills of HR professionals and practitionersThis will enable them to become strategic partners. They need to work from a base of confidence and earn what too often they do not get “RESPECT”

HR system alignment means assessing how well the HR system meets the requirements of the organisation’s strategic implementation system.

Another component of the HR scorecard is to gauge the alignment of the HR system with drivers of the organisation strategy implementation process.

Choosing the correct alignment starts with identifying HR deliverables required to create value in the organisation, which in turn indicates the specifics of the HR system that must reinforce one another in order to produce those deliverables.

HR’s strategic influence rests on a foundation of high performing * HR policies defining the framework within which the organisation decides to manage its people, * processeswhich includes well defined guidelines and operational procedures and * practices which defines the culture and climate of the organisation.

The HPWS works through each HR function from a macro level and highlights the performance orientation of each activity.

HR managers need a set of measures that keep the performance dimension of HR activities at the forefront of their attention.

These measures can be represented on the HR scorecard as simple toggles, indicating the level of performance achieved in quantifiable terms.

In this way, specific alignment measures will be linked directly to specific deliverables in the scorecard.

In this instance the HR manager focuses directly on the human capital aspects of those drivers.

Alignment measures require a combination of professional understanding of HR with a thorough knowledge of the value creating process of the organisation. Only achievable through a partnership between HR and Line management